Long term absence dismissal letter template

Use

A long-term absence dismissal letter is a formal communication from an employer to an employee who has been absent from work for an extended period, usually due to illness or injury. The letter typically informs the employee that their employment will be terminated due to their prolonged absence.

The letter should state the reasons for the dismissal, including the length of the absence and the employer's efforts to support the employee during this time. The letter should also inform the employee of their rights to appeal the decision and any entitlements they may have under their employment contract, such as notice pay or redundancy pay.

It is important for employers to handle long-term absence dismissals sensitively and fairly, following all relevant employment laws and regulations. Employers should also provide appropriate support to employees who are absent due to illness or injury, including access to occupational health services and reasonable adjustments to enable a return to work where possible.

• The Long term absence dismissal letter template should be actioned / delivered as soon as reasonably practical.

• It is sent / delivered by an employer / HR team to an employee.

Workflow

Check which resources should be implemeted before and/or after the Long term absence dismissal letter template, to understand the workflow.

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Example

Scenario: Long-Term Absence Dismissal

ABC Limited, a UK-based company, faces the challenging situation of an employee, Sarah, who has been on long-term sickness absence due to a serious medical condition. HR Manager Emma oversees the process of considering dismissal due to prolonged absence, ensuring that it is handled with sensitivity and in compliance with legal requirements.

Identification of Long-Term Absence

Sarah has been on long-term sickness absence for several months due to a medical condition that is preventing her from returning to work. Despite receiving medical treatment and accommodations from the Company, Sarah's condition has not improved, and there is uncertainty about her ability to resume work in the foreseeable future.

Medical Assessment and Consultation

Emma arranges for an independent medical assessment to evaluate Sarah's medical condition, prognosis, and likelihood of returning to work within a reasonable timeframe. She also consults with Sarah's treating healthcare professionals to gather additional information and insights into her condition.

Review of Absence Management Processs

Emma reviews the company's absence management policy and procedures to ensure that all necessary steps have been taken to support Sarah during her absence. This includes providing reasonable adjustments, offering rehabilitation support, and maintaining regular communication with Sarah to keep her informed of her rights and responsibilities.

Consideration of Alternatives

Before proceeding with dismissal, Emma explores alternatives to termination, such as offering alternative employment or adjusting Sarah's working arrangements to accommodate her medical condition. She considers the feasibility of these options in consultation with Sarah and relevant stakeholders.

Legal Obligations and Fair Process

Emma ensures that the decision to dismiss Sarah is made in compliance with legal requirements, including adherence to the Equality Act 2010 and the company's disciplinary and dismissal procedures. She conducts a thorough review of the evidence and documentation related to Sarah's case to demonstrate that the decision is fair, reasonable, and justified.

Dismissal Decision

After careful consideration and consultation, Emma concludes that dismissal is the only viable option due to the prolonged nature of Sarah's absence and the uncertainty surrounding her ability to return to work. She communicates the decision to Sarah in a compassionate and empathetic manner, offering support and guidance throughout the process.

Support and Assistance

Emma provides Sarah with information about her rights and entitlements upon dismissal, including any severance pay, benefits, or support services available to her. She also offers assistance with accessing additional support, such as occupational health services or career transition resources, to help Sarah navigate the transition effectively.